The two major categories of motivation for salespeople are intrinsic motivation and extrinsic motivation. Understanding these two distinct forces is crucial for effectively managing and inspiring sales teams. While most salespeople are primarily driven by one of these, some individuals may exhibit a blend of both, or even a third, less common type: altruistic motivation.
Intrinsic Motivation
Intrinsic motivation stems from internal desires and the inherent satisfaction derived from the activity itself, rather than from external rewards. For salespeople, this means being driven by the enjoyment of the sales process, the challenge of closing a deal, or the personal satisfaction of helping customers.
- Key Characteristics & Examples for Salespeople:
- Sense of Accomplishment: Feeling proud after successfully navigating complex negotiations or securing a significant account.
- Mastery and Growth: The desire to continuously improve sales skills, learn new strategies, and become an expert in their field.
- Autonomy: Enjoying the freedom to manage their own schedule, develop unique sales approaches, and make independent decisions.
- Purpose and Impact: Finding satisfaction in solving customer problems, building long-term relationships, and contributing to the success of their clients.
- Personal Challenge: Thriving on difficult targets and viewing obstacles as opportunities for personal development.
Extrinsic Motivation
Extrinsic motivation involves engaging in an activity to earn external rewards or avoid punishment. For salespeople, these are the tangible and intangible incentives provided by their organization, which serve as powerful drivers for performance.
- Key Characteristics & Examples for Salespeople:
- Financial Compensation: Commissions, bonuses, salary increases, and profit-sharing schemes are powerful drivers.
- Recognition and Awards: Public acknowledgment, "Salesperson of the Month" honors, trophies, or certificates.
- Promotions and Career Advancement: Opportunities to move into leadership roles or take on greater responsibilities.
- Benefits and Perks: Company cars, travel incentives, luxury trips, or exclusive access to events.
- Job Security: The desire to maintain employment and avoid negative consequences like job loss.
- Praise and Feedback: Positive reinforcement from managers and peers.
Comparing Intrinsic vs. Extrinsic Motivation
Understanding the differences between these two motivational categories can help sales leaders tailor their approaches to individual team members.
| Category | Driven By | Examples for Salespeople |
|---|---|---|
| Intrinsic | Internal satisfaction, personal growth, enjoyment | Solving customer problems, mastering sales techniques, achieving challenging goals, building strong relationships, continuous learning |
| Extrinsic | External rewards, avoiding punishment | Commissions, bonuses, sales contests, recognition awards, promotions, company-sponsored trips, fear of missing targets |
A Holistic View of Sales Motivation
While intrinsic and extrinsic motivations are the two primary categories, it's important to note that many salespeople are driven by a combination of both. Some may find great satisfaction in their work (intrinsic) but are also highly motivated by the financial rewards (extrinsic). Additionally, a smaller percentage of sellers may be driven by altruistic motivation, focusing on the desire to genuinely help others and make a positive impact, even if it doesn't directly lead to personal gain. Recognizing this spectrum of motivational styles allows for a more nuanced and effective approach to sales team management.
